Modifying your hiring process to solve a problem

Most Spark Hire customers come to Spark Hire to solve 1-3 problems they're currently facing in the hiring process. Determining the problem that's most prevalent for you is helpful in following a playbook that'll align your hiring process with the best possible outcome.

Volume

Under-resourced HR teams, relative to their workload (volume,) can only do so much. They have many other responsibilities, hiring is just one of them. However, they fully realize how important hiring employees (and good ones) is for the organization, so cutting corners to handle a higher volume of candidates is not an option.

Most customers who come to Spark Hire to solve the volume problem see this type of "before and after" scenario play out:

Before Spark Hire	After Spark Hire
❌ Difficulty scheduling preliminary interviews	✅ Eliminate scheduling challenges and free up your calendar
❌ Initial screening round takes too much time	✅ Increase the team's capacity to compress the screening time
❌ Rejecting applicants because of time constraints	✅ Widen the talent pool of potential hires
❌ Unsure of which candidates are engaged vs. which ones mass-applied	✅ Quickly gauge interest level

Quality

As an HR team, making decisions about which candidates to send to hiring managers for face-to-face interviews is hard. In some cases, candidates look too similar to differentiate. In other cases, individuals doing the preliminary interview/screening don't quite know what to look for in a great candidate or there's a disconnect with hiring managers. A one-way interview enables HR teams to get a broader picture of the candidate upfront and collaborate with hiring managers to make better decisions.

Most customers who come to Spark Hire to solve the quality problem see this type of "before and after" scenario play out:

Before Spark Hire	After Spark Hire
❌ Unqualified candidates making it to face to face interviews with hiring managers	✅ Improved screening ensures hiring managers spend time with the best
❌ Difficult to determine who to advanced based on undifferentiated experience	✅ Gain additional context and compare candidates fairly in less time
❌ Individual bias creeps into the hiring process	✅ Gather feedback from multiple stakeholders to reduce bias
❌ Hiring managers have little context before a face-to-face interview	✅ Provide hiring managers with a holistic view of the candidate

Process

A new hire will work with multiple people across the organization in various departments. Each department is looking for a specific skill set in a new hire, and it’s important for a new hire to be culture-additive. Without Spark Hire, the only way for each internal stakeholder to assess the candidate is to have them all meet the candidate. With Spark Hire, 1 on 1 and panel interviews can be reserved only for people who must meet them, giving the secondary stakeholders (and even more) a way to “meet” them virtually.

Most customers who come to Spark Hire to solve the problem of having too many stages in their process see this type of "before and after" scenario play out:

Before Spark Hire	After Spark Hire
❌ Send qualified applicants directly to an interview with a hiring managers	✅ Let hiring managers preview one-way interviews before investing any time
❌ Need to coordinate multiple interviews rounds and/or panel interviews	✅ Hiring managers can review interviews independently
❌ Get everyone “in the room” to meet a candidate at once	✅ Reserve face to face interviews for stakeholders whose attendance is required